So, you want to reach the executive level in HR. You want to make bigger decisions and have a seat at the table. How do you get there from here?
With strategy and an occasional setback, you can do it!
Let me take you behind the scenes of my personal career path in Human Resources — from an unexpected layoff to eventually becoming an HR Director, which is where I’ve been for the last 10 years.
But here’s the thing — my journey was not a straight line. It was filled with twists, tough lessons, and career-defining moments I never saw coming.
I’m about to share the highs, the lows, and how I strategically navigated each step, turning rejection into opportunity.
Whether you’re just starting out or looking to make a significant leap, the lessons I’ve learned will help you along the way. Listen for insights to build your deliberate and intentional career.
The Excitement of Creating Positive Employee Relations
Let’s rewind to my early days. I’m one of the few people who intentionally chose a career in Human Resources. While many stumble into this field, I was drawn to it from the start.
I attended a small college in Michigan, where my very first elective was an HR class. From that moment, I was captivated.
Are you hooked on HR yet?
The idea of matching the perfect candidate with the ideal job excited me. Even more so, I was inspired to create positive employee relations and explore the complexities of labor relations.
As I approached the end of my undergraduate studies, I landed an HR internship with a non-profit organization. That experience opened my eyes to a different dimension of HR — working with volunteers and understanding how to recruit, motivate, and reward them.
I was overjoyed when they offered me a full-time position upon graduation. However, that joy was short-lived. Just six months in, budget cuts led to my layoff!
I was devastated and caught completely off guard. With rent and bills looming and my master’s degree classes in full swing, I dove into the job market. I applied for every HR position I could find, but the responses were disheartening.
Three days before my unemployment ran out, I found myself interviewing for a receptionist position at a temporary staffing agency. It was an entry-level job, and the commute was a grueling 90 minutes one way.
During the interview, I faced a panel of six interviewers who looked at my resume, and looked at me and back to my resume. One of them finally asked what was on everyone’s minds, “Why would you want this position?”
In that moment, I had to navigate the fine line between honesty and professionalism. How did I say I was desperate? How did I say that I wanted a job in this town to be closer to my boyfriend? How did I say that I saw this as a stepping stone to greater opportunities?
I honestly can’t remember what I said but somehow, I must have articulated a good enough answer, because I got the job.
My First Career Break in Human Resources
Three months later, I was promoted to a Service Representative, where I screened applications and matched candidates to company’s temporary positions. Just three months after that, I became the on-site representative for the agency’s largest client, managing 147 temporary workers.
My HR career was taking off!
When did your HR career take off or has it not quite arrived yet?
After two years, I realized I was only scratching the surface of what HR could offer. I craved more. Then, I saw an ad for an HR Analyst position for our local county government—one of the area’s largest employers, with a salary that promised a significant boost.
As fate would have it, at a birthday party I hosted for my husband, I learned that a good friend had also applied for the position. While I felt more qualified, she had a connection to the hiring manager.
After a rigorous two-month interview process, I found myself in the heart-wrenching position of being ranked second — she got the job.
Stay Awake to HR Opportunities
It was a tough blow, but just two weeks later, the county HR Director reached out with an opportunity I never anticipated: a newly created role as a Benefits Analyst. I was excited, albeit slightly nervous. I knew just enough about employee benefits to be dangerous, but I was determined to learn everything I could.
I took initiative, working closely with our vendors, asking questions, conducting research, and volunteering for assignments that broadened my knowledge base. Soon, I was collaborating with the Risk Manager, adding risk management and workers’ compensation to my toolkit.
When the Risk Manager retired, I applied, interviewed and was promoted into that role.
As I continued to develop my skills, I realized I wanted to delve deeper into labor relations. I approached the HR Director and requested to attend a week-long Labor Relations certification program. Unfortunately, he declined, stating it wasn’t directly related to my role as a Risk Manager.
Determined, I took a week of vacation and paid for the program myself. It was a transformative experience.
When I returned to the office, I volunteered to analyze union contracts, perform financial analyses, and draft proposals, which further enhanced my expertise.
A year later the HR Director retired, and the Deputy Director was promoted to Director. She asked if I would step into the role of her Deputy. Meanwhile, my friend was still in the same HR Analyst position that I had thought I had so badly wanted.
During my 8 years as Deputy Director, I was able to gain the additional work experience that I thought would be essential to qualify me for the Director position. However, when the Director position became available, I hadn’t anticipated what would actually be my biggest hurdle.
In my first of three interviews, that contained other County Directors, the County Administrator and County Commissioners, I quickly learned that in order to earn the HR Director position I was going to have to overcome the legacy left by my predecessors.
The past two Directors were known for not collaborating with other departments and what appeared to be a lack of genuine concern for employees. Their leadership style created a disconnect between HR and the rest of the organization.
Many on the interview panel had already made up their minds that the new HR Director needed to be someone hired from outside of the organization. They were convinced that an internal person would perpetuate the same behaviors and that the necessary changes wouldn’t be possible.
Fortunately, over the course of the interviews and with a detailed presentation reflecting my specific goals and steps I would take to transform the department, I was awarded the position. I knew though that I needed to prove myself and rebuild trust across the organization.
I made it my mission to have HR seen as a partner, not an obstacle. I prioritized transparency, open communication and partnerships – showing that HR could be a driving force for positive change. This shift was essential in turning the department around and establishing a new standard of leadership.
Now, looking back, I wish I could say this was a perfectly planned path. But the truth is, it wasn’t. Each step came with its own challenges, setbacks, and unexpected opportunities.
The Intentionality of Your HR Success
Throughout my career journey, I’ve learned the importance of intentionality in achieving success, especially in leadership roles. Reflecting on my path, I realized how much I would have benefitted from having a mentor and a clear career strategy.
Without guidance, I faced many unnecessary challenges that could have been avoided with the right support. This experience drives my passion for helping HR professionals today.
Are you being intentional about your own career?
When HR professionals work with me, I offer the mentorship and structured approach I wish I had had. I help craft deliberate career paths in order to reach the fullest potentials.
I challenge you to seek out learning opportunities. Whether it’s attending workshops, webinars, or certification programs, make a commitment to continuous learning.
Take the initiative to invest in yourself, even if it means stepping outside of your current role.
